...Personal Conflict Style Inventory How Do I Respond to Conflict? Instructions. Consider your response in situations where your wishes differ from those of another person. Note that statements A-J (Part One) deal with your initial response to disagreement; statements K-T (Part Two) deal with your response after the disagreement has gotten stronger. If you find it easier, you may choose one particular conflict setting and use it as a background for all the questions. Please Note. The reflection this inventory can create is more important— and more reliable — than the numbers the tally sheet yields. There are no "right" or "wrong" answers, nor have we "standardized" this instrument. Some takers agree with the results; others disagree. Whether you like the results or not, you should rely on them for an accurate picture of yourself only after further self-scrutiny and discussion with others. The inventory is merely a tool to enable these larger tasks. Part One Circle one number on the line below each statement. A. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I make sure that all views are out in the open and treated with equal consideration, even if there seems to be substantial disagreement. Not at all Characteristic Very 1 2 3 4 5 6 Characteristic B. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I devote more attention to making sure others understand the logic and benefits of my position than I do to pleasing them. Not at all ...
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...Intercultural Conflict Management How should we define an intercultural conflict? Is there any difference between a conflict and an intercultural one? The following chapter, which is a summary of the chapter “Constructive Intercultural Conflict Management” (Stella Ting-Toomey, Communicating Across Cultures, 1999, pages 194-197), attempts to answer these two questions. At the end of the chapter, we also include an extract of the “Intercultural Conflict Style Inventory” (Mitchell Hammer, 2002) 1. Definition of intercultural conflicts “Intercultural conflict is defined as the perceived or actual incompatibility of values, norms, processes, or goals between a minimum of two cultural parties over content, identity, relational, and procedural issues. Intercultural conflict often starts off with different expectations concerning appropriate or inappropriate behavior in an interaction episode.” (Ting-Toomey, 1999, p.194). Another author holds a similar view: “Conflicts are always cultural, since we are all cultural beings. Yet the very definition of conflict is challenging because of our cultural ways of seeing”. (Michelle Le Baron and Venashri Pillay, Conflict across Cultures, 2006, page 13). According to Le Baron, conflict occurs at ← the material level, or the “what” of the conflict; ← the symbolic level, the meaning of issues to the people involved, especially those meanings that resonate with peoples' identities, values, and worldviews; ← and the...
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...dispute resolution (ADR) | A conflict resolution strategy that involves assistance from a third party; used when both parties are unable to find resolution on their own. | | Conflict | One party perceives its interests are being opposed or set back by another party. | | Day of contemplation | A one-time-only day off with pay to allow a problem employee to reflect and recommit to the organization's values and mission. | | Distributive negotiation | Two interdependent parties, each with their own opposite preference, seek to make a decision that will result in one party winning at the expense of the other. | | Dysfunctional conflict | Threatens the interests of an organization. | | Functional conflict | Serves an organization's interests. | | Integrative negotiation | Two interdependent parties with their own preferences and values seek a win-win resolution through greater dialogue and cooperation. | | Personality conflict | Interpersonal opposition driven by personal dislike or disagreement. | Outline: Chapter 8CONFLICT AND NEGOTIATIONLearning Outcomes 1. Define conflict, functional conflict, and dysfunctional conflict 2. Identify the various antecedents (causes) of conflict 3. List two approaches an employee or manager can take to respond to each of the following: personality conflicts, intergroup conflict, and cross-cultural conflict 4. Compare and contrast the five alternative styles for handling conflict 5. Assess the value of...
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...Conflict Resolution in the Relationship Coaching Model Vernon Brant Liberty University Abstract The purpose of this paper is reflect on the information gathered as it pertains to conflict resolution in the field of relationship coaching. A brief description of conflict resolution styles will be discussed as well as how individuals process information. Individual personality types and assessment tools will also be addressed as to how they play a role in conflict resolution. Basic strategies for conflict resolution will be suggested and reflected upon. The conclusion of this paper will contain the thoughts of this student author and how the learned principles of conflict resolution will affect his coaching endeavors. Conflict Resolution in the Relationship Coaching Model From the start of time man has struggled with conflict; both in the interpersonal sense as well as in relationships. The Bible gives an account of when sin entered the world the in chapter three of Genesis. Here the reader learns how God became conflicted with Adam. Adam quickly became conflicted with Eve and blamed her for the situation at hand. Not to be undone, Eve became conflicted and blamed the serpent for their troubles. Eventually Adam turned the tables and blamed God for the whole ordeal (NASB). So we see the need for some sort of resolution and hopefully in today’s times that resolution will not be as harsh as what God had in store for Adam and Eve. This student author has a passion for marriage...
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...CONFLICT MANAGEMENT How do we manage conflict so the organization and personnel don’t suffer? Can we actually derive benefits from conflict? The purpose of this paper is to answer these questions and give you insight into the options available to managers for the successful management of conflict. Conflict is inevitable in every organization and often times necessary to ensure high performance. Ken Thomas defined conflict as the process that results when one person (or a group) perceives that another person or group is frustrating, or about to frustrate, an important concern. (Thomas: 891) Conflict involves incompatible differences between parties that result in interference or opposition. Such differences can serve as a motivator for positive change or cause decreases in productivity. Conflict, therefore, can be constrictive or destructive. Conflict is destructive when it produces barriers to cooperation, destroys morale and diverts energy from important tasks and issues. It is constructive when it leads to a solution of a problem or a higher level of understanding and communication between individuals or groups. So then we can say that conflict is both constructive and destructive it just depends on how you manage it. In the past, managers were trained to avoid conflict because of the negative repercussions that sometimes resulted. Today however, many management trainers are advocating that since there are some benefits derived from having conflict...
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...Personality Style Considerations in Effective Negotiation James L. Patterson, Ph.D., C.P.M. Associate Professor of Management Western Illinois University – Quad Cities 3561-60th Street Moline, IL 61265-5881 U.S.A. I. Introduction Most buyers and supply managers have been trained in the processes and mechanics of commercial negotiation and have had a significant experience in applying the tools and techniques that they have been taught. However, most commercial negotiators (buyers and suppliers alike) have not been sufficiently trained to identify and take advantage of the innate personality characteristics and tendencies that all humans have. This session will provide insight as to how the different personality styles of negotiators can affect the outcomes and process of a negotiation. Several simple models are discussed that can be used to predict and identify the different personality traits and related negotiating styles for more effective negotiation preparation and execution. It has been estimated that, even though most of us understand the basics of negotiation, 80% of us do not actually like to negotiate. In addition, we often perceive that we are better negotiators than we actually are, i.e., we tend to overestimate our personal effectiveness in achieving our desired outcomes in any given negotiation. Our supplier counterparts usually receive more negotiation training than we do, so they are better prepared and are often more effective. II. Negotiation as an Interactive...
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...This essay will compare two articles that will conclude how personality and skills are essential in being a good leader. The premise for each article all had the same hypothesis in mind, with regard to effective leadership. The studies that will be compared will be “Personality traits, management styles & conflict management in a military unit” by Salimi, Karaminia, and Esmaeili (2011) and “The leadership skills strataplex: Leadership skill requirements across organizational levels” by Mumford, Campion, and Morgeson (2007). A comparison of the research questions, sample population, and limitations will be discussed. Salimi and colleagues (2011) investigated personality traits with regard to management styles. They wanted to find out if personality traits had any affect on a leader’s management style and conflict resolution. They found that extraversion and when conscientious leaders were more successful. Northouse (2010) in regards to personality traits gave perfect examples on how personality traits in fact can affect how leaders resolve issues and tribulations. Northouse (2010), stated how leaders are more tolerant for uncertainty, openness, and curiosity. When leaders are confident they are more inclined to be helpful in sudden situations that involve conflict. Mumford and colleagues (2007) addressed the skills needed by a leader to help perform their daily job functions within an organization. They suggest that cognitive, interpersonal, business, and strategic skills...
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...logical-mathematical, bodily-kinesthetic, visual-spatial, interpersonal, intrapersonal, musical and, naturalistic. (Carter, Bishop, Kravits, 2007). Gardner believed that a person’s intelligences are based on their experiences and challenges throughout his or her life.. Communication and Collaboration of Learning Styles Characteristics of an Intrapersonal Learning Style are that a person is able to evaluate the way they think. They are aware of their own feelings and are able to express their feelings without difficulty. They understand their self in relationship to others and can reason at higher levels than other people. Characteristics of an Interpersonal Learning Style are that a person is able to see things from another person’s perspective. They are able to work well in a group setting and communicate very well verbally and nonverbally. They are very good at maintaining their personal relationships. Characteristics of a Naturalistic Learning Style are that they are very good at connecting with nature. They have a deep appreciation of the balance of nature and enjoy the outdoors and being around things of nature. In order for these three learning styles to have good communication skills and be able to collaborate with each other, the group would have to use their own strengths and feed off the other member’s strengths to make his or her weaknesses stronger. Those people who possess an...
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...Manage Communication Styles With all the talk about diversity and the ever-sopopular “four generations in the workplace,” it’s time for training professionals to not only focus their efforts on employees’ physical differences, but on their communication styles as well. By Jada Edmondson There are four basic communication styles: expressive, systematic, sympathetic, and direct. Our communication styles affect how others’ react to and perceive us. Knowing your communication style and knowing how to manage others’ communication styles can reduce conflict, increase productivity, and improve teamwork in the workplace. 30 | T+D | SEPTEMBER 2009 Generally, diversity training and seminars about generational differences seek to increase cultural awareness, reduce conflict, and promote teamwork. Being aware of cultural and generational differences can improve employee productivity, enhance the work environment, and contribute toward greater understanding of one another. Knowing how to adapt their communication styles to complement someone else’s style will enable employees to sustain productivity and create a harmonious work environment. Furthermore, recognizing your communication style can help you to understand how your actions are perceived by others. Centuries ago, the Greek physician Hippocrates studied people’s personality types. Instead of using basic terms that today’s researchers associate with certain personality types, Hippocrates...
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...Over the past five weeks, learning about leadership in a diverse society has given me clarity of the tools I need to become a more effective leader. In the short few weeks we focused on self-assessing leadership theories, management, time management, personality traits, conflict handling style, and emotional intelligence according to my type of leadership. Self-assessing each of these components has given me the proper tools to improve my leadership and I am intrigued about what I found out about myself on this journey to enhance my leadership skills. Discovering the tools needed from a combination of leadership theories management, time management, understanding my personality traits, understanding conflict handling styles, the importance of the emotional intelligence, using the instructor’s recommendations, and understanding the role of nurse informatics and its technology in healthcare has helped me better understand my leaderships strengths and how to repair my weaknesses. I have learned many different things about leadership, management, and time management. According to a 2014 article by MSc Nizar Said defines time management as, “The ability of a person to use the time function to accomplish the tasks in the exact timing” (Said, 2014). It is important to acquire effective time management skills to use time efficiently. This same article states, “Time management is recognized as an important component of work performance and professional nursing practice, as well as help...
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...diverse background, and they have learning styles and personality traits that vary. It is a hard task to meet each learning style during one project, but individuals need to learn to adapt. For example, a visual learner must learn to adapt to writing notes during a lecture. In this paper I will develop strategies to help me, as a logical learner/thinker, communicate and collaborate well with other learning/personality styles. The Visual Learner The learning style assessment states that I am a logical learner; this means that I like to brainstorm ideas and create an outline. Being in an online class, I would be able to create an outline of ideas that the team members have come up with and post them on the computer for everyone to see. Individuals are able to post questions and responses on the computer; this is a strategy that will help visual learners keep up with what is going on. The Kinesthetic Learner A kinesthetic learner must be able to work everything through hands-on experience. I believe allowing this learner to be the one to type up the final version for an assignment would be beneficial. This will allow the individual to read the final paper while typing it up; therefore gaining knowledge from hands-on experience. The Interpersonal Learner This learner will definitely benefit from being in a learning team. The individual will be able to bounce ideas off other members, and then an individual with an organizer personality would be able to organize these ideas in...
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...Abstract When working in a team conflicts are bound to happen. Conflicts can range anywhere from the inability to agree on a topic to the lack of participation of team members. In order to be an effective team member and agree on the content of the project, team members need to be open minded and flexible. When students are a part of a team the end result should be the same for all of those involved. However, this is not always the case. Conflicts are thought of as being negative responses to someone else’s ideas or suggestions, but conflicts can help different team members open their minds to new approaches and tactics. Team members have the opportunity to grow and learn to appreciate how others work. However, since each team member has their own distinct way of learning, they also have their own way of dealing with conflict. There are different types of conflict and within each type of conflict there are different methods of conflict styles. The three types of conflict are; Substantive, Procedural and Affective Substantive conflict takes place when team members disagree over each other’s ideas. Substantive conflict happens when a team argues over the details that could stand in the way of the final goal of the group. For example, when a topic or idea is presented and no one can agree with each other. This disagreement can stand in the way of the completion of the project. Procedural conflict takes place when the team members disagree about the process taken to complete...
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...Professional Development Plan Personalities come in all shapes and sizes. Everyone is different and unique in their own way. Personalities range from how you act with family to how you show yourself in your career. All different personalities all make up a workforce. In this paper we will be breaking down those personalities and presenting a plan that helps improve their relationship with their work and their team within their career. Individual Assessments Working individually or on a team requires you giving yourself to your work. Depending on your personality it can either help you in your career, or hinder you within your team. On my team I have 7 individuals who work together will very different styles of personalities. Within those personalities there are the thinkers, master-minders, producers, assessor, and the perfecter. When dealing with personalities that include wanting to be right, fear of losing individuality, not like authority, natural curiosity, and someone who likes to have control it can become difficult not only to address those personalities but also to combine them in a team atmosphere. Double space throughout in APA Master-minder The master-minder with the cautious style is more guarded, less indirect, is overly analytical. This can not only help the team by being analytical, but it can also cause conflict if the other personalities see the master-mind as a threat. Since the master-mind does seem to take some calculated risks it does seem that...
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...Motivation is a driving force in the everyday lives of men and women as they interact with one another and go about their day. Motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal (Robbins & Judge, 2012). As the business world becomes increasingly more diverse, it is important that managers develop ways to handle the variety of motivations they will encounter in the work day. There are many approaches to motivating employees and many ways for employees to accept it. Motivation is the crucial element in setting and attaining goals. Applying the DiSC assessments helps managers deal with their role as a motivator and developer of talent for their team or group of subordinates. As Facilities and Environmental Health & Safety Director, William Maloney is responsible for equipment uptime, maintaining manufacturing capability/continuance, space allocation, employee environment/satisfaction, site cleanliness/overall appearance, employee safety, leases, making sure space and all required utilities are available when needed, and security officers on a daily basis for Spectra Physics Lasers (a Division of Newport Corporation). William influences his employees and team by being straightforward and truthful, demonstrating integrity and fairness, creating the expectation of honesty, balancing employee needs with company expectations, giving support when needed, allowing them to be comfortable in their...
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...member’s personality and leadership traits. Each team member was assessed by the DISC evaluation which conducts a chart that shows the team members characteristic. In the DISC assessment it outlines five key factors that sum up a person characteristics. DISC Assessment Results and Strengths According to the results given by the DISC assessment, Victoria Eaves and Valeria Martinez are said to have a “Steadiness Style or Go-Getter” trait. For those who show a high level of steadiness take a measure and steady approach in life. They are said to be patient and undemanding, which often shows sympathy and loyalty to those around them. With reading many articles for the steadiness style, “Go-Getters” tend to be more caring and thoughtful of others and tend to provide attention to every detail of a conversation or discussion. Having the “Go-Getter” trait allows these team members to be reliant and dependable, they are patient, good listeners and are team players. “Go-Getters” strive for consensus and will try hard to resolve conflicts as they arrive, they are complaint toward authority and a loyal team member. Is reliant and dependable. They are patient, good listeners, who want to work with teams in a harmonious way. They strive for consensus and will try hard to reconcile conflicts as they arise. They are compliant towards authority and a loyal team player. The rest of the team: Jaqueline Curry. Colvin Blake and Shiona Creary are said to have a predominantly “Dominance Style or The...
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